LOOKING FOR A RESPONSE TO 2 OPINIONS TO DISCUSSION QUESTIONS. HRMN 406

 

OPINION #1:

I would be inclined to use the ADDIE System. It is widely used, both by the military and private sector; which is helpful in finding multiple resources and information when working on designing training. The ADDIE model can be used for individual or group instruction and it can be used in conjunction with other instructional models, which allows for variations on the ADDIE model. "it can be used with both individualized and traditional instruction. In addition, its phases are frequently modified to suit user needs, and it can be employed in combination with other models such as Rapid Application Development (RAD) and the Successive Approximation Model (SAM)." (ADDIE Model, n.d.). Furthermore, the linear process of instruction observed by the ADDIE system, although it is thought to be a disadvantage, I believe it provides the trainer with a natural sequence in the process of designing training which benefits both the trainer and trainee(s). 

 

Reference

ADDIE Model. (n.d.). trainig industry.com. Retrieved from Training industry: https://www.trainingindustry.com/wiki/entries/addie-model.aspx

 

RESPONSE:

 

 

OPINION #2:

First, determine the training needs and who in the organization can benefit from training: Training needs: include the organizational needs of the company, job descriptions, safety standards (if applicable), any HR complaints and legal requirements. Employees affected: determine which employees need/require training by using company resources such as employee records, performance data, interviews or observations. Second, develop a method to teach the necessary information/skills to employees taking into consideration what other factors influence the employees learning, how other trainings may relate. Third, develop learning objectives. Fourth, measure whether the learning is applied a work to ensure transfer of learning with metrics. Finally, evaluate training by seeing the impact training has had on work performance. The article Creating a Custom Training Plan reads that "it is important for you as the trainer to do your homework and research your company's situation thoroughly. By gathering information in several key areas, you better prepare yourself to create a relevant and customized training plan for your company." (Creating a Custom Training Plan, n.d.). This same article outlines the steps to follow for a custom training plan: determine what training is needed, determine who needs to be trained, know how best to train adult learners, know who your audience is and draw up a detailed blueprint.

 

Reference

Creating a Custom Training Plan. (n.d.). trainingtoday.blr.com. Retrieved from Training Today: http://trainingtoday.blr.com/article/creating-a-custom-training-plan/

 

RESPONSE:

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Status NEW Posted 15 Jun 2017 12:06 AM My Price 7.00

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